Higher education: what skills do graduates need?
An interesting debate is taking place in the UK on the proposition that “Renaissance man is dead. Education should be [...]
Posted on April 9th, 2008 by Steven Schwartz
Professor Steven Schwartz
Vice-Chancellor's Blog
An interesting debate is taking place in the UK on the proposition that “Renaissance man is dead. Education should be [...]
Posted on April 9th, 2008 by Steven Schwartz
An interesting debate is taking place in the UK on the proposition that “Renaissance man is dead. Education should be about training in subjects that will boost the economy.” Hosted by The Guardian newspaper and the thinktank Agora, the debate includes a couple of heavy hitters in A. C. Grayling, professor of philosophy at Birkbeck College, London, and Professor Adrian Monck, head of journalism and publishing at City University, London.
As is usual when very clever people debate each other, there are compelling arguments on either side. You can read what they have to say here.
By Renaissance Man, I take it that the organisers mean a well-rounded scholar who is pretty knowledgeable on just about everything. We might think of people such as Leonardo da Vinci and Nicolaus Copernicus as representing the ideal. Today, the term would probably refer to someone who has had an excellent education across disciplines.
In arguing that Renaissance Man is indeed dead, Monck says that since the 16th century “almost every single forward movement in advancing the position of humankind has come from science, technology and business”.
He sinks the boot into the arts and humanities by declaring that we have to give graduates “the ability to excel in the subjects we know will feed an information-based, technology driven global economy … we can be damn sure they are not liberal arts and humanities subjects”.
Grayling, on the other hand, argues that a good education “makes better workers, better voters, more thoughtful, informed, engaged and therefore responsible citizens, healthier and happier people, and a more mature, flourishing, open and progressive society”.
He adds: “All these benefits do not accrue from limiting education and equipping people with functional skills adapted to the eight hours a day they are destined to spend at the economic coalface.”
Who is right? Or are they both right and wrong at the same time? In other words, is there a balance that can be achieved between these extremes?
In a recent speech to the 6th Annual Higher Education Summit in Sydney, I argued that the skills graduates need today and in future are foresight, constructive dissent and creativity.
The speech, titled the Real Skills Shortage, can be read here. In it I give examples and set out the context for my argument that foresight, constructive dissent and creativity are the real skills that are in short supply.
I’m interested to know what skills you think a university education should provide.
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Comments
VC, This looks very much like a re run of the Two Cultures debate between Leavis and Snow. I think ,on balance, that Grayling is much more compelling. If universities are only vocational institutions how can they call themselves universities? Such establishments would need another name. And isn't it ingenuous ,misleading and mischievous to see scientists as outside the Renaissance definition? Your contribution seems to me to continue to defend the real purpose of universities. In the last resort they must be communities of scholars, committed to the pursuit of truth wherever that pursuit may lead.
ADJUNCT ASSOC. Prof. George Parsons - April 10, 2008
I agree with George that it does look like a bit of rerun of that old debate - it plays out in lots of ways at many levels, both within and beyond our universities. That doesn't mean it isn't worth engaging in it (again!) (and again, if necessary, until someone, somewhere, gets it right!) Regarding graduate skills that are in short supply, I must say that I particularly like the ideas of constructive dissent and creativity (our Graduate Capabilities Working Party has proposed "creativity" as a key capability, as has the Academic Programs Review Green Paper). We haven't explicitly stated "constructive dissent" as a graduate capability, but I think it would come into critical thinking, research and analysis, and reflective, life-long learning (all components of our proposed grad caps), and is also, I think, encompassed in our proposed "guiding principles" for grad caps, which include sustainability, ethical practice, scholarship and engagement. I would certainly hope that our graduates engage with their world and express dissent where their critical analysis of a situation indicates that dissent is appropriate and necessary. But dissent without a vision of something better isn't enough to change the world - I would hope our graduates would then use their knowledge of their discipline (another of our proposed graduate capabilities), their research, analysis and communication skills (more grad caps!) and their creativity to seek and propose alternative paths and solutions to problems. I am not sure about what "foresight" would really mean in relation to graduate skills or capabilities, though. It sounds like you're proposing a sort of combination of analysis, knowledge and, most importantly, imagination. I think the latter is one of the most sadly neglected of our human dispositions. Imagination allows us to escape the present in so many ways (even if it's just daydreaming through our more difficult days!) There seems to be precious little in the ordinary school curriculum that encourages and celebrates imagination (unless kids are studying creative arts or advanced & extension English subjects) - although individual teachers certainly make a difference. How can we design higher ed curriculum that values and teaches (ie sets learning objectives for, develops and assesses) the graduate skills you propose? I can see how we might do this with creativity, and to some extent constructive dissent (easier in some disciplines than others - you need to really empower students to develop this effectively, I suspect - not all teachers are ready to do this and not all students are ready to take it up!) But I am not sure about foresight. Any suggestions from the masses, or is this just going to continue to be me, GP and the VC????? C'mon, say something! (We can't be the ONLY constructive dissenters around!!!) CR
Cathy Rytmeister - April 10, 2008
This debate has of course been around in various forms, at least throughout most OECD countries, for some years now – and was debated with some vigour in Australia in the 1980s and ‘90s (i.e. especially during previous federal Labour Governments). Various reports have also been previously produced, including by the Business Round Table (of Australia), Graduate Careers Australia, DEWR, DEST and their forerunner Departments, various OECD Reports, etc. Hence, the wheel may not need to be completely reinvented. It’s also interesting to note though, that the sticking points from these previous debates and reports have often been not so much about specifying and agreeing the actual Skills that Graduates should have or need. Instead, the previous debates seem to have lost vigour, rigour and even direction when attention has inevitably turned to the requisite (or even recommended) actions at both an institutional and systemic level that could actually facilitate graduates’ acquisition of any specified skills. In addition, from my own experience of previously working in 5 other Australian Universities at the interface between the university community and employers (e.g. University Careers Services and related entities as well as Guest Lecturing), and having just returned to the university sector after working in Employment Services in the private and not-for-profit sectors (including time with one of the largest international Recruitment Services companies) – I believe that ‘[Functional] Skills’ are only 1 component of the ‘kit bag’ that employers and the community look for in university graduates. Equally important, if not more so, are other ‘attributes and attitudes’ such as enthusiasm and passion, insight, and resilience in particular – to name only a few. The current view of ‘Graduate Capabilities’ seems to be relevant and hopefully instructive in this regard. Having said that though, across my varied career positions to date (including service delivery and management roles), the main functional skills that have been of greatest utility have been: * Written and verbal communication skills as well as numerical / data skills (i.e. dare I say – a high level of the ‘3Rs’!?) * Interpersonal skills (which are similar to, but not necessarily the same as, communication skills) and especially * A capacity to learn quickly and effectively The ongoing need for these particular skills has also been repeated to me on a regular basis by numerous local, national and international employers.
Gerry Lee - April 11, 2008
Further to previous comment, readers might be interested in the following summary and accompanying data from a Survey of 271 Graduate Employers, as reported on the Graduate Careers Australia website in late 2007: "Snapshot of Graduate Outlook 2007 Survey report Interpersonal and communication skills, critical reasoning and analytical skills and passion/industry knowledge are the key selection criteria used by employers when recruiting new graduates, according to Graduate Careers Australia’s 2007 Graduate Outlook Survey of graduate recruiters. The Graduate Outlook 2007 Survey report … is based on a survey of the opinions of 271 graduate employers from various industries across Australia and New Zealand. Summary results of the survey are included in Graduate Outlook 2007: a snapshot, which is available free of charge on the GCA website (www.graduatecareers.com.au >>Professional Resources>>Employer Resource Centre), and the full report, Graduate Outlook 2007, is available for purchase from GCA’s online shop (www.graduatecareers.com.au >>About GCA>>Shop). Graduate Characteristics The top three key selection criteria used for recruiting graduates were communication skills (54.2 per cent respondents), critical reasoning skills (40.6 per cent) and knowledge of industry (39.9 per cent) (see Table 1). TABLE 1: Most Important Selection Criteria for Recruiting Graduates, 2007 Key Selection Criteria % Interpersonal & Communication Skills (written and oral) 54.2 Critical Reasoning & Analytical Skills/Problem Solving/Lateral Thinking/Technical Skills 40.6 Passion/Knowledge of Industry/Drive/Commitment/Attitude 39.9 Cultural Alignment/Values Fit 30.3 Academic Qualifications 28.2 Teamwork Skills 23.6 Emotional Intelligence (including self‐awareness, strength of character, confidence, motivation) 18.1 Work Experience 11.8 Activities – includes both intra and extracurricular 9.2 Leadership Skills 8.9 When asked about the characteristics that were least desirable in their applicant pool, 47.2 per cent of graduate employers listed a poor attitude, followed by a lack of communication skills (43.9 per cent) and a lack of drive (41.7 per cent) (see Table 2). TABLE 2: Least Desirable Characteristics When Recruiting Graduates Least Desirable Characteristics % Poor Attitude/Lack of Work Ethic/Approach to Work 47.2 Lack of Interpersonal & Communication Skills (written, oral, listening), Lack of Leadership Skills 43.9 Lack of Drive, Motivation, Enthusiasm and Initiative 41.7 Arrogance/Selfishness/Aggression/Dominating 33.6 Lack of Commitment/High Absenteeism/Lack of Loyalty 24.0 Inflexibility/Inability to Accept Direction, Challenges or Change 23.2 Poor or Inappropriate Academic Qualifications or Results 21.8 Poor Teamwork Skills 16.6 Lack of Emotional Intelligence, Self‐awareness or Self‐confidence 10.0 Other 0.0 (Source: Graduate Outlook Survey, Graduate Grapevine - Number 9 Summer 2007, http://www.graduatecareers.com.au/index.php/content/view/full/3185 )
Gerry Lee - April 28, 2008